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Application of personality traits in the workplace
Big five personality traits defined
Application of personality traits in the workplace
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Organisations have spent many resources in attempt to predict workplace deviance at the time of hire (Ones, 2002). According to Mount, Ilies, & Johnson (2006), deviant behaviours at work are likely to be subjected to individual’s personality traits rather by ability-related factors because individuals make conscious choices when they decided to or to not engage in deviant behaviours. In the area of research on personality, the Big Five Model (McCrae & Costa, 1987) was identified as the most widely used and empirical supported personality measure in industrial psychology (Salgado, 2002). There are five personality traits in the Big Five Model of Personality. First, the agreeableness personality dimension includes traits related to getting
Second, the conscientiousness personality dimension includes traits related to achievement (Lussier, 2008, p.40). Locke and Latham (2004) found conscientiousness trait was characterised as willing to work hard and put in extra time and effort to accomplish goals to achieve success. Third trait of the Big Five Model of Personality is extraversion (McCrae & John, 1992), and extraversion personality behaviour is strong when called outgoing, sociable, assertive and comfortable with interpersonal relationships and willing to confront others (Lussier, 2008, p. 40). The next personality trait is neuroticism or low emotional stability. The neuroticism personality dimension is on a continuum between emotionally stable and unstable (Lussier, 2008, p. 40). According to Daft (2010, p. 450), an emotionally stable person will demonstrate calmness, enthusiasm, and self-confident whereas emotionally unstable person will have the tendency to be tense, depressed, moody and
Berry's et al., (2007) meta-analysis have indicated that agreeableness and conscientiousness were the strongest predictors of overall workplace deviance score where agreeableness predicted interpersonal deviance and conscientiousness predicted organisational deviance. Moreover, Bolton, Becker and Barber (2010) found that agreeableness, conscientiousness and extraversion were valid predictors of workplace deviance where agreeableness was a valid predictor of interpersonal deviance and conscientiousness predicted organisational deviance. These empirical findings however were contradicted with workplace deviance in Asian context. For example, in a study using hotel employees in Malaysia, Kozako, Safin and Rahim (2013) found extraversion, agreeableness, neuroticism and openness to experience were valid predictors of interpersonal deviance, while agreeableness, neuroticism and openness to experience to be valid predictors of organisational deviance. However, Santos and Eger (2014) conducted an online survey at a project management consultancy firm in Singapore and they only found extraversion to be a valid predictor for interpersonal and organisational deviance but not agreeableness and conscientiousness This suggest a systematic investigations of whether personality traits of volunteer may
This model looks at five factors of personality, which have been categorised as neuroticism (emotional stability, anxiety), extraversion (sociability, energy), openness to experience (curiosity, broad-minded), agreeableness (trust, cooperative) and conscientiousness (reliability, discipline) (Black, 2000). According to research conducted by Detrick and Chibnall (2006), the most suitable candidates for recruitment as police officers would rank low on the neuroticism scale, average on the openness and agreeableness scale and levels of extraversion and conscientiousness would be
Human assets experts regularly utilize the Big Five identity measurements to help place workers. That is on account of these measurements are thought to be the hidden qualities that make up a singular 's general identity. The "enormous five" are general classes of identity characteristics. While there is a critical collection of writing supporting this five-component model of identity, specialists don 't generally concur on the accurate marks for each one measurement. The Big Five characteristics are Openness, Conscientiousness, Extroversion, Agreeableness, and Neuroticism:
The reason that I choose the “Big Five” personality traits, as the concept that I would research is because my educational background is in psychology. When I was an undergraduate student, I took courses in personality as well as courses in psychological testing and assessments, and the personality tests were my favourite out of all the tests that we were taught to administer. I found the results to be especially interesting and I thought it would be interesting to see how psychological concepts can be applied to organizations and the workplace.
Neuroticism boldly contrasts with the other personality traits in the Five Factor Model for personality (Openness, Agreeableness, Extraversion, Contentiousness, and Neuroticism). An individual being high in any of the other four traits could hardly be considered pathological. For example, high levels of agreeableness, within reason, would probably be considered to be a positive and healthy characteristic. However, the discussion regarding neuroticism certainly takes a darker turn. Gunthert, Cohen, and Armeli (1999) in their study, operationally define neuroticism as a predisposition to experience negative affect (negative emotional systems). Lahey (2009) defines it slightly differently, as the tendency to “respond with negative emotions to threat, frustration, or loss.” More generally, the personality trait is characterized by anxiety, angry hostility, depression, self-consciousness, impulsiveness, and vulnerability (Cervone & Pervin, 2010). Neuroticism has critical implications outside of personality psychology. Some researchers suggest that neuroticism is significantly correlated with both physical and mental health issues more so than any other personality trait variable. This increased risk is not just for a particular group of pathologies; neuroticism has been linked to Axis I and II disorders in the Diagnostic and Statistical Manual of Mental Disorders (DSM-IV) across the board (Lahey, 2009). In some occupational performance studies, negative affect was negatively related to job performance (Kaplan, Bradley, Luchman, & Haynes, 2009). This may be extrapolated to individuals high in neuroticism, as it the trait is the predisposition for the experience of negative affect. Research on daily stress and coping showed th...
Personality is the individual differences in characteristic patterns of thinking, feeling, and behaving. To me, personality means uniqueness. It is what sets us all apart from one another. Personality psychologist has coined five different traits into the Big Five. It consists of extraversion, agreeableness, conscientiousness, neuroticism, and openness to experience. Extraverts are people who are relatively sociable and outgoing while on the opposite end individuals who are introverts are people who would much rather enjoy the company of close friends and family. People who are high in agreeableness are more likely to be trustworthy. Those who are high in conscientiousness are goal-oriented. Individuals high in neuroticism
Personality is defined as a person's differences to another in regards to their patterns of behavior, thinking, and emotional responses (American Psychological Association). The Big Five Personality Traits are Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism, or OCEAN for short. Openness is essentially correlated to exploring new things. The people that have high levels of this trait are generally more apt to do things like try different types of food, be more creative, and have the ability to tackle challenging problems. People who are low on this trait generally have a dislike for change, tend to not enjoy trying new things, and are generally more traditional in a sense..
Personality is massive part of an individual’s identity. Our personalities dictate our patterns of thinking, feeling, and acting. An individual’s personality exposes them to predispositions and habits that influence their actions and lives. Early on, personality assessments consisted of physical features ranging from head shape and facial characteristics to body type. In today’s world, personality assessments are mainly based around traits. Traits are simply descriptions of one’s habitual patterns of behavior, thought and emotion. The most popular personality assessment is the Five-Factor Model, also known as The Big Five. This model allows us to describe people based on the five main traits/dimensions. These traits are extraversion, agreeableness, conscientiousness, neuroticism, and openness to experience. Each of these five traits measures a different aspect of one’s personality. Extraversion is based on one’s level of engagement with the world,
A person’s personality has been the subject of psychological scrutiny for many years. Psychologists have drawn up several theories in an attempt to accurately predict and determine one’s personality. Foremost amongst these, is the “Big Five Trait Theory” which stemmed from Raymond B. Cattell’s theory.
Murnoe, S. (2014). "How Personality Affect Work Behavior". Available: http://smallbusiness.chron.com/personality-affects-wor-behavior-45940-html. Last accessed 18th February, 2014.
Matthews, G., Deary, I. J., & Whiteman, M. C. (2009). Personality traits. Cambridge, UK: Cambridge University Press.
Discussed below are different researchers’ arguments and explanations on how personality predicts employee performance. This essay will explore both negative and positive ways in which personality can predict the performance, as well as explaining what personality is. Past research has “demonstrated that personality constructs are associated with work performance, with some traits like conscientiousness predicting success around jobs. Other linked with specific occupations e.g. extraversion correlates with success in sales and management as well as training performance supporting”, (Barrick et al., 2002, 87: p.43).
Robinson, S. L., & Bennett, R. J. (1995). “A typology of deviant workplace behaviors: A
“The Five Factor Model provides a compelling framework for building personality measures that seek to represent the domain of individual terms broadly and systematically” (Briggs, 1989 as cited in McAdams. DP, 1992, p. 332). The FFM consists of five factors (The ‘Big Five’). They are Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. When measured individuals can range from extremes on each of these traits.
An individual’s personality is the basis of who they are and generates how they react to and behave in different situations. Personality testing is used in workplaces to identify whom to hire, promote and even put into teams. Personality testing is efficient in being able to determine which employees will perform best in certain roles, and this can remove some stress from employers. Personal testing has been shown to help improve the quality of employees who are in the workplace. The method of assessing personalities that will be examined in this essay is the Big Five taxonomy method. The two main questionnaires, which are used to determine these traits, are the Sixteen Personality Factor (16PF) Questionnaire and the NEO personality test. A participant’s results from a personality survey will be analysed to determine what their results mean for current and future workplace behaviour. Finally, this essay will review a case study and it will be explained why personality testing should be used in the workplace and what other work contexts these tests can take place in.
A model developed for using factor analysis to try to determine the key traits in human personality. Although trait theories were well established by the 1960s, there was no consensus concerning the number or nature of the traits that make up personality. Since then, further research has confirmed a basic five factor model of personality or ‘Big Five’ (Tomas 2007). This five factor structure has been replicated by Norma (1963), Borgatta (1964) and Digman and Takemoto-Chock (1981) in list derived from Cattle’s 35 variables (Lawrence &Oliver 2000).